高参与人力资源实践与员工学习的关系——个体—环境匹配的作用

High-involvement Human Resource Practices and Employee Learning:The Role of Person-environment Fit

组织层面情境因素对组织结果的有效性已经得到大量研究的证实。本研究的主要目的在于探索员工感知到的组织高参与人力资源实践对员工学习的影响作用,并提出个体与环境匹配的过程机制和边界条件。通过收集306组员工与领导的配对数据,研究发现,员工对个体与岗位匹配、个体与组织匹配的感受在高参与人力资源实践与员工学习的关系中起到中介作用:组织在管理过程中更多采取高参与性措施,员工感觉自身与岗位工作及组织的匹配程度越高,进而会在工作中表现出越多的学习行为。另外,领导对员工与岗位匹配、员工与组织匹配的评价在高参与人力资源实践与员工学习的关系中起到调节作用:对于领导认为与岗位和组织匹配程度比较低的员工,高参与人力资源实践与员工学习的相关性更为显著。本研究提出高参与人力资源实践作为整合性的管理系统,对员工的学习和发展具有重要促进作用,同时,通过个体对环境的感知进一步将组织层面的情境因素进行内化,对于岗位或者组织匹配程度较低的员工,促进作用更加明显。

Employee learning is important both for individual career development and organizational sustained development. How to promote employee learning is the common concern for scholars and administrators in the era of knowledge economy today. Numerous literature have demonstrated that organizational context is an important factor that would influence employee learning. As for the organizational context, human resource practices are proved to be key factors that will affect the formation of it. However, previous studies focus on the impact of human resource practices on organizational performance, ignoring the relationship between human resource practices and employee learning. Thus, this study aims to explore how context factors at organizational level promote employee learning behavior at individual level, specifically analyzes the relationship between perceived organizational high-involvement human resource practices and employee learning,and suggests the process mechanism and boundary conditions of person-environment （P^E） fit. Data was collected from 306 supervisor-subordinate dyads. The resuhs revealed that employee＇s perceived high- involvement human resource practices was significantly and positively related to supervisors＇ evaluation of his/her learning behavior. Besides,employee＇s perceived person-job （P-J） fit and person-organization （P-O） fit mediated the association between high-involvement human resource practices and employee learning：while adopting more high-involvement practices in organizational management,employee will perceive higher P-J fit and P-O fit, thus will show more learning behavior at the workplace. Moreover, supervisor＇s evaluation of employee＇s P-J fit and P-O fit moderated the relationship between organizational high-involvement human resource practices and employee learning. Specifically, the relationship between high- involvement human resource practices and employee learning became more significant for the employee who had lower evaluations of P-J fit and P-O fit by his/her supervisor. We proposed high-involvement human resource practices as an integrated management system would obviously promote employee learning and development. Individual＇s perception of environment would further internalize the context factors in organizational level. The positive impact of high-involvement human resource practices became more evident for employee with low objective P-J fit or P-O fit. The research contributes to the literature of human resource management and organizational behavior. Firstly, unlike previous researches testing the effect of one human resource practice, this study explored the influence of multiple human resource practices as a system on employee learning,which deepens our understanding of human resource system and also the relationship between human resource practices and employee learning. Secondly, the mediating mechanism between human resource system and individual behavior are always viewed as a black box by scholars. Our results showed that employee＇s perceived P-J fit and P-O fit would play the mediating role, thus providing a new perspective for the process mechanism between human resource system and individual behavior. Finally, our study integrated the perceived fit and objective fit for the first time. We found that different type of fit would have different effect on individual behavior. Perceived fit would play the mediating role in the relationship between organizational context and individual behavior,whereas objective fit and organizational context would have synergistic effects on individual behavior. Our study also provides some useful implications for organizational management. The implementation of high-involvement human resource practices would promote the development of individual and organization, thus reducing the problem caused by P-O misfit and P-J misfit in the recruitment process. Moreover,employees＇ P-O fit and P-J fit are import factors to promote employee learning. Practices such as high-involvement human resource management,training,job rotation and so on could be used to improve employees＇ perceived P-O fit and P-J fit,which would further motivate them to appear positive behavior in the workplace.